Leadership is a matter of the head and the heart--it's about results and relationships. So, if you're in a leadership role now or aspiring to one, the
journey toward leadership greatness never ends. But it does have a starting point.
What can we say on Kenyan disability leadership?
Do we have existing models to follow?
According to disability sausage media we do not have evidence of different individuals with disabilities taking mantle of many leadership roles in most spheres of lives.
This is to say Kenyans with disabilities are not largely represented at most boards or management roles in both public and private sectors.
Needless to say, it’s a catch 22 situation, when Kenyans with disabilities aren’t in these positions. Who is representing them on their behalf?
Will we be able to have a roadmap of ensuring representation is achieved?

On the other hand, mostly leaders with disabilities are found in the organizations for persons with disabilities and this is a drop of the ocean in most influential positions.
For instance, mostly we are aware of the political hunches while in the corporate bodies we aren’t aware.
It’s a challenge for researchers and think tanks like disability sausage media to ensure we seek more data on this.
In the upcoming general election in Kenya what are the protagonist promising persons with disabilities?
Will the representation be a basket exercise?

As a public policy scholar I observe, All the statistics tell us that people with disability are missing from board tables and leadership positions more generally – it is time for persons with disabilities to be heard, to break through and take our rightful place at the decision-making table. The questions that will arise from this leitmotif are…. Do you have a person or persons with disability in leadership positions in your organisation? Have you supported people with disability to take their rightful place in leadership positions? Have you provided people with disability with opportunities to further their education and training in a truly inclusive and accessible environment?
Most state and non-state actors should borrow a leaf and put in to practice the roadmap to inclusion and greater meaningful of persons with disabilities
COVID-19 has proven that organisations can be much more flexible than they ever imagined with how people complete their work – let’s not lose that lesson as we head to the post-COVID-19 world as we create inclusive workplaces for people with disability.
One practical tip to implement in your workplace or personal life
Whatever you do and however you intend to celebrate persons with disabilities, there is one question that should always be asked, “Do you require adjustments/accommodations to participate in this event?”. That question is the starting point to ensuring your event is accessible as possible to all people who may wish to participate.
For myself, outside of disability sausage media, I’m looking for an opportunity to join or be part of a board or advisory committee and once again, use my experience as a person with disability to benefit other organizations in a leadership capacity.

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The views expressed here are for the author and do not represent any agency or organization.
Mugambi Paul is a public policy, diversity, inclusion and sustainability expert.
Australian Chief Minister Award winner
“Excellence of making inclusion happen”

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